Journal ArticleDOI
Burnout and Work Engagement: The JD–R Approach
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TLDR
In this paper, the authors discuss the main definitions and conceptualizations of burnout and work engagement used in the literature, and review the most important antecedents of work engagement by examining situational and individual predictors.Abstract:
Whereas burnout refers to a state of exhaustion and cynicism toward work, engagement is defined as a positive motivational state of vigor, dedication, and absorption. In this article, we discuss the main definitions and conceptualizations of both concepts used in the literature. In addition, we review the most important antecedents of burnout and work engagement by examining situational and individual predictors. We also review the possible consequences of burnout and engagement and integrate the research findings using job demands– resources theory. Although both burnout and work engagement are related to important job-related outcomes, burnout seems to be more strongly related to health outcomes, whereas work engagement is morestronglyrelatedtomotivationaloutcomes. Wediscussdaily and momentary fluctuations in burnout and work engagement as possibilities for future research.read more
Citations
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Personality type matters: Perceptions of job demands, job resources, and their associations with work engagement and mental health
TL;DR: In this article, a three-wave study examined whether the pattern of associations of job demands and job resources with work engagement and mental health depends on personality types, and concluded that research and practice could take a more personality-driven stance towards employee perceptions of job demand and job resource and their associations with mental health.
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Impact of Shared Leadership on Team Work Engagement: Focusing on the Mediating Role of Team Positive Psychological Capital and the Moderating Role of Task Characteristics
Tae-Seob Yoo,Sang-Jin Oh +1 more
TL;DR: For instance, Team PsyCap as mentioned in this paper reported that they have achieved the best result in the PSS23.0 competition, achieving the best performance among all the teams in the world.
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Organizational social context and psychopathology of youth in residential care: the intervening role of youth‐caregiver relationship quality
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Engagement as a Privilege and Disengagement as a Pathology
TL;DR: Employee engagement research to date has proliferated on the conceptualization that engagement is driven by mutable job design characteristics and related socioemotional resources as discussed by the authors, which is not the case.
References
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Journal ArticleDOI
The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior
Edward L. Deci,Richard M. Ryan +1 more
TL;DR: Self-Determination Theory (SDT) as mentioned in this paper maintains that an understanding of human motivation requires a consideration of innate psychological needs for competence, autonomy, and relatedness, emphasizing that needs specify the necessary conditions for psychological growth, integrity, and well-being.
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The measurement of experienced burnout
TL;DR: A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals as discussed by the authors, and three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment.
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The role of positive emotions in positive psychology. The broaden-and-build theory of positive emotions.
TL;DR: The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
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The job demands-resources model of burnout
TL;DR: Results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.
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The job demands-resources model : state of the art
TL;DR: In this paper, the authors give a state-of-the-art overview of the job demands resources (JD•R) model and discuss the strengths and weaknesses of the demand control model and the effort reward imbalance model regarding their predictive value for employee well being.